CHAPTER 4: RECRUITMENT AND SELECTION

CONSTRAINTS ON RECRUITMENT

1. Image of the Company 2. Attractiveness of the Job 3. Internal Organizational Policy 4. Recruitment Cost

IMPORTANCE OF SELECTION PROCESS

1. To assure the quality of employees employed in the organization. 2. It is costly to recruit and hire employees. 3. Company objectives are better achieved by workers who have been properly selected based on their qualifications. 4. An incompetent worker is a liability to the company causing direct losses in terms of substandard performance and low productivity, and sometimes potential source of problems to management, his/her coworkers, and customers. 5. Applicants have varying degree of intelligence, aptitudes, and abilities. 6. Labor laws protect employees making it difficult to terminate or dismiss incompetent employee.

DECISIONS ON RECRUITING SOURCES/ METHODS

Advertising choices Recruiting activities

Generally ask for information such as address and phone number, education, work experience, and special training. At the professional-level, similar information is generally presented in résumés.

Application Forms

Goals of Recruitment

Attract Qualified Applicants Encourage unqualified applicants to self-select them out.

in which questions focus on the applicant's behavior in past situations.

Behavioral Interview

Historical events that have shaped a person's behavior and identity.

Biographical Data

This is usually coordinated with the University or College placement center which is a primary source for entry-level job candidates.

Campus Recruitment

It measures the learning, understanding, and ability to solve problems. e.g. Intelligence Tests.

Cognitive Ability Testing

allows everyone in the hiring process to evaluate the candidates using the same criteria, which can reduce bias. Even when only one person is interviewing candidates, an interview rubric helps to simplify the process by checking for predetermined qualifications and characteristics.

Criteria Rubric

by placing a notice on the notice board of the enterprise specifying the details of the jobs available. It is also known as recruitment at factory gate. The practice of· direct recruitment is generally followed for filling casual vacancies requiring unskilled workers.

Direct Recruitment

EXTERNAL SOURCES OF APPLICANT

Direct Recruitment Job Advertisement Campus Recruitment Employment Agencies Job Fairs Recommendation Online Recruitment (E-recruitment)

Normally requires applicants to provide a required sample that is tested for illegal substances.

Drug Test

Employment exchanges run by the Government are regarded as a good source of recruitment for unskilled, semi-skilled and skilled operative jobs. Private employment agencies charge a fee for each applicant they place.

Employment Agencies

refers to the practice of getting suitable persons from outside. The various external sources are advertisement, employment exchange, past employees, private placement agencies and consultants, job fairs, walks-ins, campus recruitment, trade unions, etc

External sources

Common methods for gathering information include application forms and résumés, biographical data, and reference checking.

Gathering Information

HR PLANNING

How many employees needed When needed Knowledge, Skills and Abilities, Needed Special Qualifications

It is designed to assess the likelihood that applicants will be dishonest or engage in illegal activity.

Integrity Test

This refers to the recruitment from within the company. The various internal sources are job posting, promotion and

Internal Sources

Is the most frequently used selection method. Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative (interviewer). Typical areas in which questions are posed include education, experience, knowledge of job procedures, mental ability, personality, communication ability, social skills.

Interviewing

placement of help-wanted advertisement in newspapers or trade and professional journals or on radio and television is generally used when qualified and experienced personnel are not available from other sources. Most of the senior positions in industry as well as commerce are filled by this method.

Job Advertisement

Joining or sponsoring employment fairs.

Job Fairs

recruitment using different electronic media platforms such as company website, jobstreet, Linkedin, Workabroadph, Facebook postings and groups, etc.

Online Recruitment (E-recruitment)

used to avoid the incremental cost of recruiting and hiring additional employees for a short period of time.

Overtime

It measures the patterns of thought, emotion, and behavior. e.g. Myers Briggs.

Personality Test

It assesses muscular strength, cardiovascular endurance, and coordination.

Physical Ability Test

Applicants introduced by friends and relatives may prove to be a good source of recruitment. In fact, many employers prefer to take such persons because something about their background is known.

Recommendation

is the process of searching prospective employee to suit the job requirements (as represented by job specification) and stimulating them to apply for jobs in the organization. It is the first stage in selection which makes the vacancies known to a large number of people and the opportunities that the organization offers. In response to this knowledge, potential applicants would write to the organization. It is an important HRM process because a successful recruitment could lead into having effective and efficient employees that are assets of the organization.

Recruitment

Involves contacting an applicant's previous employers, teachers, or friends to learn more about the applicant issues with reference checking.

Reference Checking

It is the process of choosing people by obtaining and assessing information about the applicants (age, qualification, experience and qualities) with a view of matching these with the job requirements and picking up the most suitable candidates.

Selection

represent the key qualifications, licenses, training, abilities, knowledge, personal attributes, skills and experience a person must have in order to do a job effectively, these taken from Job Specification. The applicant shall meet the selection criteria in order to be considered for a position.

Selection Criteria

in which the interviewer asks questions about what the applicant would do in a hypothetical situation.

Situational Interview

THE SELECTION PROCESS

Step 1. Job Analysis to prepare Job Description and Job Specification Step 2. Preliminary Screening, Application Blank and Interview Step 3. Employment Interview Step 4. Employment Testing Step 5. Background Investigation/Reference Checks Step 6. Final Interview Step 7. Selection Decision Step 8. Physical Examination Step 9. Placement on the Job

Use job analysis results to determine the needed knowledge, skills, & abilities. Think about the characteristics that separate top performers from the rest. Focus on attributes that are critical for success across jobs in the organization.

Step 1: Determine What to Measure

GUIDE IN CREATING STRUCTURED INTERVIEW QUESTION

Step 1: Determine What to Measure. Step 2: Write the Questions. Step 3: Plan the Evaluation for each Question.

Meet as a group with other people who will conduct interviews. Create behavioral and situational questions that measure attributes from step 1. Be sure that all questions are appropriate and legal.

Step 2: Write the Questions.

Write typical examples of good, average, and poor responses to each question. Assign numerical point scores to the typical answers. Make sure that everyone who will interview agrees on the evaluations.

Step 3: Plan the Evaluation for each Question.

Uses a list of predetermined questions. All applicants are asked the same set questions. There are two types of structured interviews.

Structured Interview

subcontract work (e.g. security services, janitorial services, forwarding companies) to another organization wherein the organization losses some of its control over work that is outsourced. The company takes full operational responsibility for performing that function. Rather than just supplying the personnel. This is now the trend for most companies to avoid recruitment of additional employees.

Subcontracting/ Outsourcing

ALTERNATIVES TO RECRUITING

Subcontracting/ Outsourcing Overtime

It measures knowledge, skill, and ability, as well as other characteristics, such as personality traits

Testing

Interviews where open-ended questions are used such as "Tell me about yourself". This allows the interviewer to probe and pose different sets of questions to different applicants.

Unstructured Interviews

STRATEGIC RECRUITING DECISIONS

Where to recruit external/ internal Who to recruit : flexible staffing options Nature of job requirements

Measures performance on some element of the job.

Work Sample Testing

SELECTION METHODS

testing, gathering information, interviewing